There are 6 sections in the GEAP. There are required and recommended items for each section.
Once you have undertaken your workplace gender audit and performed data analysis on your results in accordance with the guidance available on our website, you are ready to develop your GEAP.
Below is a consolidated checklist of all GEAP requirements and an example GEAP design timeline for 2021-2025.
Gender Equality Action Plan checklist
|Baseline audit analysis||
|Meaningful consultation and engagement||
|Case for change||
|Strategies and measures||
|Leadership and resourcing your GEAP||
GEAP design timeline for 2021
The following is an indicative GEAP design timeline for 2021. It considers the key obligations of GEAPs and workplace gender audits as set out in the Act.
Prior to April 2021
Commence initial engagement and communication to begin Gender Equality Audit process.
April to June 2021
- Collect Employee Experience Data for workplace gender audit:
- All defined entities will have the option of engaging the VPSC to collect their employee experience data through either the People Matter Survey or a short-form version. For entities using this recommended option, relevant responses will be collected by VPSC and provided to you in June 2021.
- If your defined entity has decided not to use VPSC, you should ideally engage an independent third party to administer and collect responses to the Employee Experience Survey as part of the workplace gender audit (questions available on the Commission’s website) over a pre-determined period (for example, two weeks).
- Begin analysis of initial results including intersectional gender inequality analysis.
30 June 2021
Extract relevant workforce and workplace data for workplace gender audit.
- Analyse workplace gender audit results and fill out workplace gender audit indicative reporting template.
- Remove personal or identifying data from workplace gender audit results in preparation for publishing.
August to September 2021
Share results of the workplace gender audit with employees, employee representatives and your governing body and consult with them to assist in developing the GEAP strategies and measures.
- Submit your GEAP to the Public Sector Gender Equality Commissioner.
- Ensure personal information is removed, publish GEAP on your public website and notify your governing body, employees and employee representatives of that publication.